2. Training of Employees
• Training is the process of enhancing the skills,
capabilities and knowledge of employees for
doing a particular job. Training process moulds
the thinking of employees and leads to quality
performance of employees.
• It is continuous and never ending in nature.
• Happens after orientation
• Supports the organization’s strategic goals
3. Importance of training
• Training familiarize the new employees with the organizational
mission, vision, rules and regulations and the working conditions.
• The existing employees are trained to refresh and enhance their
knowledge.
• If any updations and amendments take place in technology, training
is given to cope up with those changes. For instance, purchasing a
new equipment, changes in technique of production, computer
implantment. The employees are trained about use of new
equipments and work methods.
• When promotion and career growth becomes important. Training is
given so that employees are prepared to share the responsibilities
of the higher level job.
4. Benefits of training
• Improves morale of employees- Training helps the employee to get job
security and job satisfaction. The more satisfied the employee is and the
greater is his morale, the more he will contribute to organizational success
and the lesser will be employee absenteeism and turnover.
• Less supervision- A well trained employee will be well acquainted with the
job and will need less of supervision. Thus, there will be less wastage of
time and efforts.
• Fewer accidents- Errors are likely to occur if the employees lack
knowledge and skills required for doing a particular job. The more trained
an employee is, the less are the chances of committing accidents in job
and the more proficient the employee becomes.
• Chances of promotion- Employees acquire skills and efficiency during
training. They become more eligible for promotion. They become an asset
for the organization.
• Increased productivity- Training improves efficiency and productivity of
employees. Well trained employees show both quantity and quality
performance. There is less wastage of time, money and resources if
employees are properly trained.
5. Retraining
• Retraining is a practice employers may require for their
workers to make them learn new skills. Although most
employees will receive training at the very beginning of
their employments, further training may be necessary
down the line in order to avoid having a stagnant
workforce.
• For example, companies that have upgraded to newer
technologies may require retraining so that everyone learns
how to use the new devices as opposed to simply relying
on newer or younger employees. Retraining is also highly
useful for the workers because they are learning new skills
that could make them more viable candidates should they
have look for new work elsewhere
6. Significance of retraining
• Increased job satisfaction and morale among employees
• Increased employee motivation
• Increased efficiencies in processes, resulting in financial
gain
• Increased capacity to adopt new technologies and methods
• Increased innovation in strategies and products
• Reduced employee turnover
• Enhanced company image, e.g.
• Risk management, e.g., training about sexual harassment,
diversity training
7. Steps
• Step 1:NEEDS
Conducting a needs assessment to
determine what training is necessary to
improve performance
• Step 2: METHOD
We select a method of shaping employee
behaviour based on learning theories
9. 1. Behaviorism: Learning is a response to external
stimuli.
2. Cognitivism: Learning is a process of acquiring
and storing information.
3. Constructivism: Learning is a process of building
an understanding.
4. Connectivism: Learning is a process of connecting
nodes or information sources; it is dependent
upon technology and recognizes the role the
Internet plays in helping people expand their
learning.
10. • Step 3:DESIGN
We design the training and development
based on the needs assessment
We must determine which training method we
will use to shape employee behaviour
Step 4:DELIVER
Before we actually conduct the training and
development ,we must select the delivery
method
11. • Step 5:ASSESS
After we complete the training , our last step
is to assess how effective the training was at
developing the needed skills
If the assessment shows failure to get the
expected research repeat the process again
12. Methods of training
On the job training
• It is a simple and cost-effective training method.
• The inproficient as well as semi- proficient employees
can be well trained by using such training method.
• The employees are trained in actual working scenario.
The motto of such training is “learning by doing.”
• Instances of such on-job training methods are job-
rotation, coaching, temporary promotions, etc.
13. • Off the job training-
• Training is provided away from the actual working
condition.
• It is generally used in case of new employees.
• Instances of off the job training methods are workshops,
seminars, conferences, etc.
• Such method is costly and is effective if and only if large
number of employees have to be trained within a short
time period.
• also called as vestibule training,i.e., the employees are
trained in a separate area( may be a hall, entrance,
reception area,etc. known as a vestibule) where the actual
working conditions are duplicated.
